Top Interview Questions

I stated an example of to many absences. Communicate with the employee and find out what's going on and if different days or hours would help correct their attendance problem before just simply recommending to management to think about terminating employment.

Take some time to think about your answer. I had never been in a situation like this before, so I just had to think about what would be appropriate and logical. Ask the employee to tell you what happened, ask if it's still possible for the employee to get the promotion, request to speak to the manger, find out if the manager had the authority to give the promotion, etc.

I have had this situation many times. I would confirm with the employee what type of promotion were they seeking; promotion in job level or into new position. I then do a little research to see what position they currently hold and have held previously, in the company and externally. We have an internal resume, so I would look at that too. I would also ask the employee why she/he were interested, thought she/he were competitive and what she/he did to prepare. This helps me to get a basic understanding if they really were ready for the position. I have found many employees may be ready to move on, but don't understand how to get ready for the next opportunity. They often believe that tenure, "experience" in one position automatically makes them qualified for the next job. The experience they have gained in one position may not have anything to do with the next position, but they believe they should be given the opportunity because of tenure/success in their current role. I would then ask the employee what type of feedback did they get on why they were not selected. If they did not get specific feedback which would help them understand why they were not selected, I follow up with the hiring manager to request a little more detail. I would then provide the feedback to the employee along with additional resources to help them prepare for the next opportunity. I have found this to be successful. Often employees complain because they don't have a clear understanding of the promotion policy and what is needed to grow their career. Providing employees with clear communiction and guidance on the organization's promotion and succession management process and philosophy helps to avoid these types of issues. Thanks.

I feel they already wanted me to intern at their office because they were short of interns, they look at your resume to decide if they want to interview you. The interview is really for them to see how you present yourself.

What is it that you can bring to this position? 1. I bring with me over 15 years working experience in a collegiate environment at the University of Utah, and more recently as a Professional Administrative Assistant. I excel at providing quality proficiency in customer service, financial support, budget control analyses, human resources, payroll processing both bi-weekly and monthly through EPICS/People-Soft, Oracle (RDBMS) and ADP Pay-force and reporting modules. I have an excellent attention to detail while maintaining a stellar & accurate work performance both in a team setting and with little to no supervision. 2. My primary involvement is with the PeopleSoft, HRIS financial management systems which include, multi- state grants and contracts payroll, Human Resources, Payroll and Benefits processing for 20,000+ employees not limited to but including State and Non-State employees, Sub-Contracts, Stipends and Honorariums. 3. I can handle a large quantity of paperwork and am very adept at multi-tasking and compartmentalizing. I am an extremely organized and a diligent worker, who truly enjoys working in a diverse work environment and an open door planned policy in all corporate, small business and educational sectors. I feel it is very rewarding to play a part in helping people and is always willing to jump in and play a part of a team effort to reach a common goal. 4. I am adept in Microsoft windows 7.0/ XP/Vista and familiar with office Suites, Excel, Word, Power-Point, Acrobat Adobe, and Outlook calendaring and many other office products detailed in my resume. I am comfortable with client meeting arrangements, Travel, both national and abroad and organizing systematic workshops for job training and client interfacing. 5.•Compensation •Benefits •Communication dynamics •Establishing HR systems •Labor and employment law

1. I bring with me over 15 years working experience in a collegiate environment at the University of Utah, and more recently as a Professional Administrative Assistant. I excel at providing quality proficiency in customer service, financial support, budget control analyses, human resources, payroll processing both bi-weekly and monthly through EPICS/People-Soft, Oracle (RDBMS) and ADP Pay-force and reporting modules. I have an excellent attention to detail while maintaining a stellar &amp; accurate work performance both in a team setting and with little to no supervision. 2. My primary involvement is with the PeopleSoft, HRIS financial management systems which include, multi- state grants and contracts payroll, Human Resources, Payroll and Benefits processing for 20,000+ employees not limited to but including State and Non-State employees, Sub-Contracts, Stipends and Honorariums. 3. I can handle a large quantity of paperwork and am very adept at multi-tasking and compartmentalizing. I am an extremely organized and a diligent worker, who truly enjoys working in a diverse work environment and an open door planned policy in all corporate, small business and educational sectors. I feel it is very rewarding to play a part in helping people and is always willing to jump in and play a part of a team effort to reach a common goal. 4. I am adept in Microsoft windows 7.0/ XP/Vista and familiar with office Suites, Excel, Word, Power-Point, Acrobat Adobe, and Outlook calendaring and many other office products detailed in my resume. I am comfortable with client meeting arrangements, Travel, both national and abroad and organizing systematic workshops for job training and client interfacing. 5.•Compensation •Benefits •Communication dynamics •Establishing HR systems •Labor and employment law